Effective Training & Development Programs at Tesco: A Detailed Essay

This essay provides an overview of the training and development methods employed by Tesco, a British multinational grocery company. It highlights the importance of training in enhancing employee productivity and retention. The essay discusses various training methods such as e-learning, on-the-job training, and coaching and mentoring, along with their advantages and disadvantages. It also suggests ways to improve the training process, including constructive feedback, employee surveys, strategic planning, and flexible learning options. The essay concludes that effective training and development programs are crucial for increasing staff performance, productivity, and overall organizational growth, emphasizing the distinction between short-term training and long-term employee development.

Essay

Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4
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INTRODUCTION
Training and development allows the employees to perform better by enhancing the level
of productivity and that can be a effective tool for the purpose of recruiting and retaining the
employees. The company chosen for the essay is Tesco, which is a British multinational grocery
company which is headquartered in Welwyn Garden City , Hertfordshire, England. It is one of
the leading company in the market and in the world. The essay is going to highlight the various
ways and methods used for training the employees in order to enhance the training and
development process of the employees (Noe, and Kodwani, , 2018).
MAIN BODY
Training and developing the employees is one of the main part in the growth of the organisation.
It can be said that a well-trained employee can bring more efficiency and productivity at the
workplace. There are various methods which can be used to train the employees in order to fulfil
the objectives of the organisation such as E-learning is one of the way to train and develop the
employees as it comprises of some interesting ways to deal with employees such as activities,
games, in order to keep the employees engaged in the organisation. Due to technology, the
employees can get to learn at their homes as per their time and schedule. Advantages of E-
learning has various benefits such as it does not require a physical room that will also save the
spending of money (Boerlijst, , 2020). Employees will be managed easily by giving trainings on
the employees at their preferred time. Disadvantages of E-learning takes a lot of time in
designing the training material in order to keep the employees motivated. Such learnings also
require a good speed internet and the employees can easily be distracted by various apps or
social media.
Another way is On the job training, which is also one of the way to train and develop
the employees as it allows the active participation of the present employees so that they can learn
new things and identify the various features within the training. This method is easier for the
employees as they get to learn while being on job without disturbing their daily schedule which
allows them to focus better on their jobs. Demerit of this way is that it can be less productive as
the employees choose one to one interaction for the purpose of guidance. One of the main
drawback this training is that it is rushed process as it leads to new confusion, doubts from the
day one (Ojo and Raman, 2019).
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Another way is Coaching and mentoring, with the help of proper curriculum the
company can train the employees by implementing the proper coaching and mentoring program
bring opportunities in order to develop the new relationships so that the new employees feel
welcomed. This includes new skills which will be helpful in improving the performance of the
employees in the particular field and area of work. It can be said that coaching is one of the
powerful tools mainly for employees as the employees like to see the results as an main outcome.
Both mentoring and coaching have almost similar outcome as they both provide job assistance,
direction and guidance. The employees get to learn from their senior management and also to
learn form their mistakes. The main benefit of this way it is a cost saving process and it is
beneficial in the end as it will require less efforts. This helps in developing specific skills which
are required to be a good employee. The employees get to learn new management skills that will
further allow the employees to bring better support to the teams. This way is time consuming as
the best employees are asked to take time for the purpose of training and dealing with new staff
and along with it it will lead to internal politics at the workplace as when the people are put
together in at team, there will be more chances of conflicts and the new employees will hesitate
to be the part of management (Maity, 2019).
Ways to improve the training and development of employees, with the help of
Constructive feedback, the employees can get the strategy and ways to learn about training and
development. As the feedback allows the solutions and suggestions that will lead to bring overall
improvement in the employees of the chosen organisation (Andersson, 2019). The survey of
employees are also helpful in getting the informations it is the one of the best ways to collect the
information related to the employees about their training preferences and interest. Moreover, the
chosen company can make use of strategic plan that helps in making a draft plan that will make a
budget comprises of all expanses and a realistic budget of the training process. Another way to
improve the training process in the chosen company is by making the learning process more
easier and flexible as the employees of Tesco are already busy so, it is difficult to make time for
training while they are working under which E-learning can be useful and the best alternative for
the employees.
Employee training and development is an primary factor and component of human
resource management and function (Blanchard and et.al., 2019). It can be said that both
initiatives are focused on increasing staff performance and the level of productivity. Training is a
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program that allows the structure to help workers with the aim of to elevating the level of their
knowledge and abilities in order to meet the job's requirements. On the other hand, development
is a structured activity in which an organization's workforce acquires and grows and it is a self-
evaluation act. The main purpose of training is to assist learners in enhancing their competence,
ability, and overall performance. Learners benefit from training since it allows them to obtain
new information and skills. The most successful training also modifies learners to apply what
they've learned in the classroom to their employment, a process called as learning transfer. The
effectiveness of the training relates to how well it facilitates learning and learning transfer. There
are several methods for assessing the success of the training in the organisation (Dostie, 2018).
Employee training and development is a program that helps the employees of the
company in learning a certain skill or information with the aim of accelerating their productivity
and performance in their present company or work role. It improved future performance and
aided in the development of additional employees. Companies with an effective training and
development program may retain more employees, increase profitability, and increase employee
engagement. Moreover, it also helps the firm in avoiding the expenditures linked with talent loss.
Training and developing an employee not only helps them grow, but it also helps the firm to
grow. It also lets employees feel that they are important to the company. Employee development
and training may sound identical, but they have distinct meanings and functions. Employee
training is a short-term activity that focuses on the unique position employees (Tabiu, Pangil and
Othma, 2020). It concentrates on the role's urgent demand or necessity. Whereas, employee
development other hand, has a larger reach. It is a long-term activity that focuses on an
individual's growth. Employee development comprises of open-ended goals and focuses on the
whole person rather than just one job. Employee training also targets on improving an
employee's ability to do their present work, whereas development allows the individuals to
attract and bring new opportunities and positions ( Loosemore and Malouf, 2019).
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CONCLUSION
It can be concluded from the above essay that there are various ways to train employees and It
can be said that a well-trained employee can bring more efficiency and productivity at the
workplace. That is why,there are various methods which can be used to train the employees in
order to fulfil the objectives of the organisation.
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REFERENCES
Books and Journal
Maity, S., 2019. Identifying opportunities for artificial intelligence in the evolution of training
and development practices. Journal of Management Development.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Boerlijst, J.G., 2020. The neglect of growth and development of employees aged over 40: A
managerial and training problem. In Work and aging: A European perspective (pp. 251-
271). CRC Press.
Ojo, A.O. and Raman, M., 2019, April. Role of green HRM practices in employees’ pro-
environmental IT practices. In World Conference on Information Systems and
Technologies (pp. 678-688). Springer, Cham.
Dostie, B., 2018. The impact of training on innovation. ILR review, 71(1), pp.64-87.
Loosemore, M. and Malouf, N., 2019. Safety training and positive safety attitude formation in
the Australian construction industry. Safety science, 113, pp.233-243.
Tabiu, A., Pangil, F. and Othman, S.Z., 2020. Does training, job autonomy and career planning
predict employees’ adaptive performance?. Global Business Review, 21(3), pp.713-724.
Andersson, R., 2019. Employees as ambassadors: embracing new role expectations and coping
with identity-tensions. Corporate Communications: An International Journal.
Blanchard, C., Baker, A., Perreault, D., Mask, L. and Tremblay, M., 2019. The importance of
keeping employees satisfied: Three prevailing factors for health organization
leaders. Journal of Health Organization and Management.
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